Bullhorn - Company is great...if you're not a Tier 1 | Glassdoor.de
  1. Hilfreich (12)

    „Company is great...if you're not a Tier 1”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Technical Support Analyst in Saint Louis, MO
    Empfiehlt nicht
    Neutrale Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als ein Jahr bei Bullhorn gearbeitet (Vollzeit)

    Pros

    Coworkers are AMAZING Office vibe off the Tier 1 floor is great

    Kontras

    HR won't do anything to help you get unplanned time for a medical necessity without using one of your call offs if operations declines your request for PTO Depending on the product you support, you're taking calls for something that is in a constant broken state. With certain products being forever broken, when you get cross trained you have to manage ticket queues of well over 40 as well as take calls for 8... hours a day because of hold times leaving you with no option but working overtime to get things done. If you don't keep up with everything, your supervisor will message you constantly asking for updates on tickets despite being on calls. There is no communication between leadership and Tier 1. Most things are kept secret, and it makes the floor feel like nothing is being done - especially when things get progressively worse. If leaders cannot relate to your situation, they will talk down on you and make you feel like less of a person because you don't meet their description of "normal"

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    Rat an das Management

    Talk to the floor. The blow of most issues the floor is experiencing can be softened by keeping them updated on your decisions. Training for supervisors and leads on how to handle various issues an employee may being up is also something that should be considered, but communication with the floor needs to be addressed first.

    Bullhorn2018-08-29

    Reaktion von Bullhorn

    August 31, 2018VP of Support & General Manager

    As someone who started their career in T1, and who is now responsible for leading the T1 team - your comments concern me. While the majority of the feedback we receive is positive, it's really important to me, the company, and our culture that we learn from where we may have gone wrong. I want to hear your feedback. If you're comfortable, please reach out to me so we can have a discussion.

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  1. „Good place to work”

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    Ehem. Mitarbeiter - Anonymer Mitarbeiter 

    Ich habe für mehr als ein Jahr bei Bullhorn gearbeitet (Vollzeit)

    Pros

    Flexibility, good benefits, good hikes,team outings

    Kontras

    Politics,favourism,no cab facility,overtime work hours

    Bullhorn2019-10-12
  2. „Good Company”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Software Engineer 
    Empfiehlt
    Positive Prognose
    Befürwortet Geschäftsführer

    Ich habe für mehr als ein Jahr bei Bullhorn gearbeitet (Vollzeit)

    Pros

    - Good parental leave policy: 3 or 4 months if primary caregiver. This enabled several of my coworkers to have really meaningful time with their newborns, even if they didn't give birth. - Bullhorn promotes from within: There are many people who started in support and are now in development, leading teams, or making product decisions. This might be my favorite thing about Bullhorn. It makes the teams stronger and... smarter and rewards employees, and has a big positive impact on the culture. - Representation in development of women & minorities is better than anywhere else I've worked. Still room to improve, especially in upper-level management. - Management: I had a great experience with my manager; they set the bar for what I expect from management, period. Our feedback loop was quick, informative, and insightful. - R&D upper level management is competent & responsive (and also got promoted from within). - They're flexible and adapting to the idea of remote work reasonably well. - Employee Resource Groups: Allies and Herd are doing great work.

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    Kontras

    - I get the feeling Bullhorn is a bit behind the industry in how it recognizes senior-level engineers. I've felt confused on both sides of the line, learning someone is senior who I would have assumed was mid level and learning someone was mid-level who appeared super senior. On the plus side, management is actively pushing folks toward the next role and being proactive in helping people improve & grow. I... offer the following two cons with the qualification that I think Bullhorn is making progress (and made significant progress while I was there) in empowering employees to fix them: - The technology isn't always the best. It can be a struggle sometimes to feel inspired while working through so much legacy code, or bits of product that were made with no regard to best practices. Sometimes it's great, though! - Development feedback loops are too long; little quality of life things like how long it takes to refresh a build, reload a dev server, deploy to a vm, run tests, etc really add up and lead to frustration. I think a number of people are aware of this but in general the standard is not high enough here, and the people who can fix these things often have too much on their plates already. An initiative was announced recently to start spending sprint time to address issues that might include issues like this, and I hope that is where they'll focus. The payoff in terms of productivity would be absolutely huge.

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    Rat an das Management

    There are considerable gains to be made in productivity by improving little things, tightening feedback loops, and writing cleaner code. I think it requires raising the bar of technical excellence and nudging development culture more in the direction of doing things the right way vs. getting it shipped. I experienced so many instances where I had a much harder problem to solve for a simple feature because someone... chose the "get it shipped" route for a short-term gain and a long-term loss. Sometimes it's the right call to get it shipped! It can't always be the right call. Find ways to support people who have intersecting underrepresented identities e.g. a person of color who is disabled and LGBT. They're doing a lot more work to just exist in the office than you probably realize and they need you to be literate about issues they may be facing and to have your support. Keep sticking to your values as you have been! It was a pleasure working at Bullhorn and I'd consider coming back.

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    Bullhorn2019-10-11

    Reaktion von Bullhorn

    October 14, 2019VP of Talent Acquisition

    Thank you for taking the time to write this review. As you know our leaders appreciate both positive and constructive feedback and we will make sure this feedback is brought back to our leaders for consideration. We are glad you enjoyed your time at Bullhorn!

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